Recruiting teachers for international schools: smart ways to meet new challenges
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Transcript of Recruiting teachers for international schools: smart ways to meet new challenges
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Finding the best
teachers and leaders
in an increasingly
competitive market
21st Century recruitment
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Overview
Welcome and introductions
The international schools market
The impact of increased competition
What schools can do to attract teachers - survey
The effective use of technology
Discussion and questions
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Andrew Wigford
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Dave Pitchford
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0
2000
4000
6000
8000
10000
12000
2004 2005 2008 2009 2015 2020
Schools
*Figures from ISC Research
Growth projection
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There are now 8,231
international schools
across the world
*Figures from ISC Research
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• Competition for teachers
• Takes longer – all year round
• Increased costs
• Traditional practices no longer as effective
• More fairs
• More agencies
• Fishing in the same pond
The impact on school
recruitment
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• More choice and more likely to
shop around
• Career focused and better
informed of the opportunities
• More likely to seek a second
opinion and do their research
The impact on teachers
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There are now 402,000
international school
teachers
• 523,000 needed by 2020
• An extra 121,000
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• UK, IRL,USA, CAN, AUS, NZ, SA
• Surplus or deficit?
• ‘Brain drain’ in UK– Sir Michael
Wilshaw
• Australian & IRL shortages
• US shortages for many years in
some subjects
Where will they come
from?
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How do teachers choose which schools to apply to?
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• Applying to international schools
• 401 teachers responded
• Fully qualified, specifically
looking for international school
jobs
• Most had made applications
previously
Our survey says….
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• Location – 34%
• The role – 28%
• The salary package – 22%
• Reputation – 12%
• Accreditation /membership –
4%
What attracts them to look
at specific int. schools?
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• Recommendations – 25%
• Information pack and
application process – 40%
• Job description – 16%
• Well written job advert – 5%
• School website – 14%
What makes them
apply?
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• Application forms – 35%
• Long complicated application
process – 24%
• Poor information – 16%
• Slow communication – 15 %
• Bad organisation – 10%
What turns them off?
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• Better response
• Give feedback
• Make applying easier
• Online applications
• Keep candidates informed
How can schools
improve?
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What can you do to
attract the best
teachers for your
school?
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• PR / marketing not just for
parents
• Make links with colleges
• Make your website stand out
• Encourage referrals
• Make links with agencies
• Develop your
web presence…
Actively promote your
school to teachers
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Marketing to candidates on the Internet: practical steps
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1. Take stock
“If I had an hour to solve a problem I'd spend 55 minutes thinking about the problem and 5 minutes thinking about solutions.”
Albert Einstein
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2. Start small (& compliant)
– Appoint a digital recruitment “champion”
– Create a diary of tasks (start with an audit)
– The web site
• Accessibility statement?
• Cookies statement (EU)?
• Develop a careers section
• Ensure safeguarding is prominent
• Mobile-friendly pages?
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A good starting point
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3. Move to the next level: find the sweet spot
What candidates
want to know
What you want to
tell candidates
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What candidates want– A straight-talking jobs section that
focusses on benefits
– Comprehensive, up-to-date information about salaries, tax, accommodation, security, visas and cost of living
– Believable testimonials from teachers
– Demonstrable interest in the teachers as professionals
– A mix of photos, text (“TLDR”) and video supporting the above
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5. Learn from the experts
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6. Then look at your wider online presence
Website
? The next big thing…
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...but only pursue if you have the resources for it
If you can’t keep it updated, either…
1. Assign long-term resources to help:
- Staff who understand social media
- Your school’s 500+ “digital natives”
- A reliable freelancer
2. Or stick to the minimum you can manage.
Neglected channels are worse than no channel at all.
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7. Regularly review supporting technologies
• Real-time online interviewing
• In-your-own-time online interviewing
• Virtual recruitment fairs or subject matter leadership
• Applicant Tracking Systems
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• Better response
• Give feedback
• Make applying easier
• Online applications
• Keep candidates informed
How can schools
improve?
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Make applying easier
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Provide school / role / process information
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Give better, faster feedback
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Be organised
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More at apply.uptic.net
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Thank you
For details of TIC Recruitment’s services,
contact Andrew:
For a demo of the Uptic Applicant
Tracking System, contact Dave: [email protected] or email us